Perceptions of Inequity in Performance Appraisal Resulting from the Implementation of the Americans with Disabilities Act
M. Ronald Buckley, N. S. Miceli, Elaine S. Purvis, and D. Leigh Gross Mahoney
The promulgation of the Americans with Disabilities Act (ADA) was a major step forward in terms of the integration of physically challenged workers into the labor force. Subsequent to the amalgamation of physically challenged workers into the labor force, human resource management (HRM) specialists must be concerned with the changes that ADA implementation may facilitate. The ancillary impact of this legislation on the numerous human resource functions that occur in the workplace is relatively unknown. This is the challenge that ADA poses for HRM specialists.
This challenge will be especially acute in the area of performance appraisal, which is a pivotal concern of HRM and is the focus of this chapter. More specifically, this chapter examines potential problems arising from perceptions of inequity when accommodations reduces the scope of some jobs at the same time other employees' jobs are expanded. Performance appraisals are tied to many individual and organizational outcomes, that is, pay and promotion. The ADA's implementation will have an effect upon how performance appraisals are conducted in organizations. To determine the extent of this effect, it is necessary to refer to the ADA and define a number of important factors. ADA protects all "qualified individuals with a disability (QUID)." The Equal Employment Opportunity Commission (EEOC) decided to write their own definition of QUID rather than use the definition provided by Congress ( Snyder, 1993).